Managing Human Capital and Leadership

Managing Human
Capital And Leadership

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
DISCUSSION..................................................................................................................................3
TASK 1............................................................................................................................................3
Relevant HRM models, analyzing approach of company to management of its human
resources- ...................................................................................................................................3
TASK 2............................................................................................................................................6
Critical discussion of organization's HR function in relation to the strategic human resource
initiative. Making relevant recommendation as how it can be improved-..................................6
TASK 3..........................................................................................................................................10
Critical evaluation of HRM software program which are available off shelf and evaluation
which one of these software programs would be mostly beneficial to company-....................10
TASK 4..........................................................................................................................................11
Discussing characteristics of effective leadership along with relevant model for justifying
analysis-.....................................................................................................................................11
CONCLUSION .............................................................................................................................13
REFERENCES .............................................................................................................................15

INTRODUCTION
Managing Human Capital and Leadership is very essential for company to gain huge
competitive advantage for company. The human capital and leadership must be managed and
controlled by the company effectively so that its goal and objective can be achieved.
TESCO is British multinational grocery and general merchandise retailer. It had its
headquarter Welwyn Garden City, Hertfordshire, England, United Kingdom. Company was
founded by Jack Cohen in 1919. Company had its 6,800 shops in various location. The above
report includes relevant HRM model, analysation of approach for company to management of its
human resource. Discussing organization's HR function with relation to strategic human resource
initiative. The report further carried forward with critical evaluation of Hrm software program
which are available off shelf and evaluation of one of this software program which is beneficial
to company. Report ends with discussing characteristic of effective leaders with the help of
relevant leadership model.
DISCUSSION
TASK 1
Relevant HRM models, analyzing approach of company to management of its human
resources-
Human resource is the department of organization which is charged with screening,
finding, training and recruiting job applicant, and administrating the employee benefit program
with the company. Human Resource plays a key role in helping organization for dealing with
fast-changing business environment and great demand for the quality employees so that the goal
and objective of company can be achieved with the skilled and talented employees. The HR
department of company helps them to maintain their culture and core values. The employee in
company can be effectively managed and organized by the HR department of company. The
competencies can be developed by company so that individual and organizational performance
can be enhanced by the company's HR department.
The Human resource model renders an analytical framework by which HRM study can
be done. Under this model organization's strategic scheme that is designed for coordinating and
administering business function related to human capital (Greer, Lusch and Hitt, 2017). The
models are described below-

The Harvard Model-
It is most significant and influential model of HRM. The Harvard Model, is initially established
by various expert lead by Michael Beer in 1984 at the Harvard University. Harvard Model is
operating along with five important competent that are- stakeholder interest, situational factor,
HRM policies, stakeholder interest, long-term consequences and HRM outcome which is set by
company to achieve. As per the HR framework, the interrelation among stakeholder interest and
situational factor which strongly affect and help to shape HRM policy, that is implemented for
leading to desired HR outcome. According to the creator of this model, it aspires for improving
the four Cs that are commitment, congruence, competence and cost-effectiveness which is
helpful for leading to favorable consequence for the societal well-beings, individual well-beings
and organizational effectiveness (Mayo, 2016). Harvard Model bring up cooperation and
empower general manager and motivational practice to getting involved in HR aspect of
business. This model is helpful for TESCO to gain significant competitive advantage, so that
employee must be treated as asset rather than cost.
Warwick Model-
The Warwick HRM Model was established by researcher Andrew M. Pettigrew and
Chris Hendry at University of Warwick in early 1990. It is developed from Harvard Model, this
framework of HRM represent analytical approach to the HRM. The Warwick framework focus
on five various element-
 Outer context that include technical, political, and competitive factor among other.
 Inner context concerned about leadership, structure, task-technology and culture.
 Business strategy context represent organization's objective, general strategy and product
market.
 HRM context includes role, organization, definition and HR outputs.
 HRM content consist of HR flow, employee relation, reward system, work system and
other aspect (Vidotto and et.al., 2017).
It is helpful for identifying and classifying essential environmental influence on HRM.
The connection among environmental and external factor and further human resource
management can be adapted to change which is helpful for the growth a development of
company. The TESCO can achieve growth and performance by aligning the internal and external
factor context.